3 Use of This Manual This manual was developed to provide information regarding staff compensation and classification practices. It is intended to: 1. Promote the recruitment and retention of a highly qualified and diverse workforce. 2. Provide a consistent framework for effective and responsible campus administration of systemwide classification and compensation programs. 3. Outline options available for addressing a wide range of classification and compensation issues. This manual applies to: 1. Staff members covered by the collective bargaining agreements and staff members in positions designated as Confidential in accordance with the California State University (CSU) Classification and Qualification Standards. It does not apply to the following: 1. Faculty 2. Administrators in the Management Personnel Plan (MPP) 3. Classifications that are designated as excluded classifications, e.g., student assistants, work-study students, and special consultants. This manual is intended for management s use. While it is intended to provide for management discretion and flexibility wherever possible, it is important to be aware that it is the responsibility of management to maintain compliance with collective bargaining agreements and to promote campuswide consistency. It is important to recognize that campus practices are subject to change as the provisions of the collective bargaining agreements are updated and additional considerations regarding their application are recognized. The information presented in this manual was developed to comply with the provisions of all applicable collective bargaining agreements. If an instance should arise in which this manual appears to be in conflict with the provisions of the collective bargaining agreements, technical letters issued by the Office of the Chancellor with respect to the application of the provisions of the collective bargaining agreements, and/or interpretations of the provisions of the collective bargaining agreements otherwise made known to the campus by the Office of the Chancellor and/or the Bargaining Unit Representatives, that information shall take precedence over and supersede this manual. Collective bargaining unit agreements, technical letters, salary schedule and other pertinent information can be obtained from or from the CSU Fullerton HR web page at Cal State Fullerton Staff Classification and Compensation Manual (August 2015) 2

4 Classification and Compensation Program Overview The Classification Program The campus classification program is based upon the systemwide Classification and Qualification Standards issued by the Trustees of the California State University. These standards are continually updated by technical experts. Each campus has been delegated the authority to implement and administer these standards. The standards contain descriptions of broad position responsibilities, general duties, and minimum education and/or experience requirements for each position classification. The duties described in campus specific position descriptions are analyzed against these standards to determine the appropriate classification. Classification decisions are made as part of the recruitment process and reclassification process described in the Initial Appointment and Hire, and the Classification and Skill Level Changes sections of this manual. The key objectives of classification programs are designed to achieve the following: 1. Provide a framework for planning and decision-making related to organizational staffing and the assignment of duties and responsibilities. 2. Identify and describe the minimum qualifications needed to perform an assigned group of duties and responsibilities. 3. Provide a basis and rationale for determining and ensuring comparable levels of pay for comparable work by utilizing a systematic method for evaluating individual positions. 4. Establish consistent benchmarks for making salary comparisons to comparable positions within the University and the CSU system and provide benchmarks for making external salary comparisons to comparable positions in other organizations in relevant labor markets. 5. Provide a linkage to the CSU salary schedule; The systemwide classification standards typically outline criteria that are used to distinguish positions from one another and to evaluate the level of each position. They typically address: 1. Purpose of the position. 2. Level and type of knowledge, skills, and abilities required to successfully perform the work of the position. 3. Level of independence and decision-making required to perform the work. 4. Level of accountability for one s own work and that of others. 5. Level and nature of creativity and ingenuity required by the work. 6. Scope and effect of decision making and complexity of responsibilities. 7. Level of supervision given and receive. 8. Nature, level, and diversity of contacts involved in performing the work. Some standards also refer to the work environment in which the work is performed and the tools and/or specialized equipment/technology that is used to perform the work. These criteria are sometimes referred to as classification allocation factors. Person-specific factors such as length of service, financial need, quantity of work, quality of performance and personality do not impact the classification of a position. Cal State Fullerton Staff Classification and Compensation Manual (August 2015) 3

5 The Salary Schedule Similar to the Classification and Qualification Standards, the CSU Salary Schedule is regularly updated at the systemwide level. The salary schedule is updated as a result of: 1. Salary surveys 2. Changes to the Classification and Qualification Standards 3. Outcome of the collective bargaining process The salary schedule provides systemwide salary ranges for each position classification and skill level that is intended to be broad enough to accommodate individual campus differences with regard to cost of living and prevailing wage rates. The Fair Labor Standards Act (Exempt vs. Non-Exempt Status) While a complete overview of the Fair Labor Standards Act (FLSA) is beyond the scope of this document, it is important to understand what the FLSA is and the use of the terms exempt and nonexempt. The FLSA is a federal law that requires employers to pay employees who occupy positions that are classified as non-exempt one and one-half (1½) times their regular wage when they work more than 40 hours per workweek. Therefore, positions that are designated as non-exempt are positions for which there is a requirement to provide overtime compensation. Positions for which there is no requirements to provide overtime are referred to as exempt positions. The FLSA exempts executive, administrative, professional, outside sales positions from the minimum wage and overtime requirements of the FLSA, provided the work performed in the position and wages earned meet certain tests regarding job duties, responsibilities and salary amounts. Employees occupying positions designated as exempt cannot be charged sick leave or vacation for absences of less than a full workday. The Classification and Qualification Standards, and the Salary Schedule indicate whether a classification is considered to be exempt or non-exempt from the requirements to pay overtime wages. Positions that are eligible for overtime (non-exempt) are listed in the appendices of each collective bargaining unit agreement. Overtime provisions and information regarding when the workweek begins and ends are described in the collective bargaining agreements. Determinations regarding exemption status are made by Human Resources when a position is evaluated through the classification review process described elsewhere in this manual. (Refer to the Initial Appointment and Hire, and the Classification and Skill Level Changes sections.) Bargaining Unit Specific Salary Programs While there is some consistency in the compensation programs across bargaining units, the specific components of each compensation program vary by collective bargaining unit agreement. These variations are often the result of the differing needs of staff within different occupational groups, as well as the dynamics of the collective bargaining process. Examples of these unit specific programs include, but are not limited to, performance based salary increase programs, length of service bonuses, annual general salary increases, and remuneration for job related education or certification. While this manual provides information concerning general compensation practices, the Salary Article of each bargaining unit agreement and related technical letters must be consulted to obtain complete information regarding individual programs available for each unit. Cal State Fullerton Staff Classification and Compensation Manual (August 2015) 4

6 Management Roles and Responsibilities The following roles and responsibilities have been defined for the administration of classification and compensation programs at Cal State Fullerton (CSUF): Appropriate Administrators Approciate Administrators ensure that departmental and unit managers collaborate with each other and with Human Resources to ensure that proposed compensation decisions are equitable, sound, and consistent with campus practices, and approve compensation changes before they are implemented. Management Supervisors Management Supervisors occupy positions within the Management Personnel Plan and supervise staff members. These individuals are also referred to as the immediate non-bargaining unit supervisor. As the first level of management interface with assigned staff members, they are directly accountable for following applicable collective bargaining unit agreement provisions and campus guidelines and procedures concerning classification and compensation related matters. Management Supervisors are responsible for: 1. Assigning work based upon current and accurate position descriptions. 2. Developing and maintaining current position descriptions that accurately reflect the responsibilities and duties assigned to their staff. 3. Conducting ongoing performance coaching and timely performance evaluations to support sound management practices and compensation decisions. Management Supervisors obtain the Appropriate Administrator approval before adding to or modifying the duties and responsibilities assigned to a position or implementing changes in the operations of the department or work unit that result in the need to substantially change or assign new position duties to and/or adjust the compensation of a staff member or staff members. Before initiating any course of action or discussion with an employee about a classification, skill level, or salary change, Management Supervisors are responsible for consulting with Human Resources and obtaining approval as appropriate to ensure that any proposals for position classification changes and/or compensation increases are supported by the Appropriate Administrator prior to submitting a request to Human Resources. Human Resources Human Resources is responsible for development, implementation, administration, communication, training, and reporting associated with campus application of systemwide programs. It is HR s responsibility to: 1. Make accurate determinations in the classification of individual positions. 2. Oversee campuswide equity in the administration of these programs. 3. Provide ongoing counsel and training to management and staff regarding classification and compensation related issues. Cal State Fullerton Staff Classification and Compensation Manual (August 2015) 5

7 Initial Appointment and Hire When a vacancy occurs or a new position is created, an excellent opportunity is created to fully assess operational needs within the work area and write or update the position description accordingly. A classification determination will be made by Human Resources based upon a review of the position description. Unmodified position descriptions will be reviewed to ensure that the prior determinations remain appropriate in consideration of revisions to the classification scheme and/or campus practices. The Employment Manager and Compensation Manager consult with each other regarding classification and compensation determinations and are available for consultation throughout the process. The classification determination and identification of the associated salary range for the position is made prior to the posting of the recruitment. The salary ranges associated with the classifications are found in the salary schedule. The education and experience requirements of individual positions are also determined before the position is posted for recruitment and can impact the classification determination. Each classification standard describes the minimum education and experience requirements and other knowledge, skills, and abilities (KSA s) that an individual must possess to occupy a position within that classification. This information is described in each standard under the category minimum qualifications. The campus may exceed these requirements based upon job related necessity. Appointment Salary Appointment salaries are determined by management and are made with respect to a candidate s relevant knowledge, skills, and abilities (demonstrated through the possession of job related experience and education) in relation to the minimum education/experience requirements of the position, internal and external market salary equity considerations, and budgetary considerations. While the salary of the previous incumbent may be a relevant consideration for budget planning decisions, the salary of the previous incumbent of a position may not be a relevant consideration in determining the appropriate starting salary for the candidate selected to fill the position. This is because individual qualifications, prior salary histories, and labor market conditions may vary considerably. Managers are responsible for confirming that budget funds are available in the department to cover the appointment salary. The following are recommended starting salary practices: First Quartile Hiring within the first quartile of a salary range may be appropriate when the candidate is qualified for the position, but still requires a training period to fully perform all aspects of the position. Will have completed one to three (1-3) years of relevant experience in the same or very similar titled position that required similar skills, effort, scope of duties and responsibilities. Second Quartile Hiring within the second quartile of a salary range may be appropriate when the candidate is highly skilled and would require minimal training or orientation to fully perform all aspects of the duties and responsibilities of the position. Will have completed four to seven (4-7) years of relevant experience in the same or very similar titled position that required similar skills, effort, scope of duties and responsibilities. Above Mid-Point Hiring above the midpoint of the range may be appropriate when operational needs require the appointment of an individual who is highly qualified and possesses exceptional expertise and directly transferable work experience that would allow him/her to fully perform the full range of work of the position with little or no orientation or training on the responsibilities of the position. Will have completed eight years or more (8+) of relevant experience in the same or very similar titled position that required similar skills, effort, scope of duties and responsibilities. Cal State Fullerton Staff Classification and Compensation Manual (August 2015) 6

8 Salary Range Calculations Human Resources evaluates salary offers based on guidance provided using the following calculations to identify the quartiles within the applicable salary range. Hiring managers do not have to calculate the quartiles, the following information is provided for illustrative purposes. The top of the first quartile is determined by, subtracting the minimum salary from the maximum salary, dividing the result by four, and then adding the minimum salary in the range. Top of First Quartile = (Max-Min)/4 + Min The top of the second quartile is the same as the midpoint of the range. It is determined by adding the minimum salary in the range to the maximum salary in the range and dividing the sum by two. Midpoint = (Max + Min)/2 The top of the third quartile is determined by subtracting the minimum salary from the maximum salary, multiplying the result by three, and then dividing the result by four, and adding the minimum salary in the range. Top of Third Quartile = 3(Max-Min)/4 + Min Following are examples of quartiles within a salary range: If Salary Range Minimum Salary Maximum Salary Mid-Point/Top of Second Quartile Top of First Quartile Top of Third Quartile Therefore, for a salary range of $2,000 to $4,000 = $2,000 to $4,000 = $2,000 = $4,000 = ($2,000 + $4,000)/2 = $3,000 = ($ $2000)/ = $2,500 = 3($ $2000)/ = $3,500 Mid-Point First Quartile Second Quartile Third Quartile Fourth Quartile = $3,000 = $2,000 to $2,500 = $2,501 to $3,000 = $3,001 to $3,500 = $3,501 to $4,000 Monthly vs. Annual Salaries Salaries should not be offered to candidates for selection in terms of annualized amounts, since the CSU does not use annual salary as a unit of calculation. Salaries are derived from the monthly rates reflected in the salary schedule. Due to rounding practices (Refer to Rounding in the CSU section on Page 8), annual salary estimate may not always translate exactly to the actual monthly salary unless the annual salary estimate is derived from the actual monthly salary. It is important never to offer an annual salary since this may lead a candidate to believe that there is an annual contract of employment. Rounding in the CSU Monthly salaries for full-time salaried positions are provided in whole dollars. For example, when an annual salary estimate is calculated as a monthly salary, fifty cents (.50) or above will be rounded to the next whole dollar. Reduced Timebase Positions Positions that are less than full-time are referred to as reduced timebase positions. Although salaries for reduced timebase positions can be reflected in both whole dollars and cents, they are derived from the monthly full-time equivalent. Increases are calculated by applying the increase to the full-time equivalent salary and then prorating this salary by the reduced time base. Cal State Fullerton Staff Classification and Compensation Manual (August 2015) 7

9 Classification and Skill Level Changes Position Classification Classification is a process by which jobs of a common nature with similar duties and responsibilities are grouped together for the purposes of assignment to an appropriate pay range. The position description is the foundation of the classification process because it is the primary tool used to accurately define and describe the duties and responsibilities of a position. Once the position has been classified the following can be determined: Placement into the appropriate job family and collective bargaining unit. Proper compensation and minimum qualification standards. Performance appraisal factors and expectations. Career ladders and promotional lines when applicable. Classification is based upon the objective elements of a position which include such elements as nature, scope, and level of duties and responsibilities; relationship of position to other positions in the department, campus or CSU system; supervision given/received, and exercise of independent judgment. Since position classification focuses on the specific duties and responsibilities of each position, the quality of performance, the quantity of work, the status of an employee, or information relative to the employee s length of service or current salary are not considered in the classification process. Reclassification The classification review process is designed to ensure positions are clearly and properly classified in relation to classification standards. A reclassification is a change in classification that occurs due to changes in duties and responsibilities of the position. This may occur when an existing position becomes vacant and is reviewed for recruitment purposes, or when it is believed that changes have occurred in an occupied position. Managers are ultimately responsible for the assignment, removal or modification of duties, and determining if changes in a position are short-term or ongoing. Classification changes are generally campus funded from division or departmental budgets. The classification review process may be appropriate to address substantial job duties and responsibility changes, but it is not appropriate to use as a reward system. Other salary increase provisions are available for addressing pay issues and changes in duties and skills within the same classification. In-Classification Progression (Skill Level Changes) Some classifications are comprised of different skill levels. Currently, the only classifications with skill levels are found in California State University Employees Union (CSUEU) Units 7 and 9. The term In-Classification Progression refers to movement of a position to a higher skill level within a classification that is comprised of skill levels (e.g., information technology and administrative support classifications). This is also referred to as a skill level change. In-classification progression is based on an increase in duty and skill requirements that warrant a move to a higher skill level based on the skill level definitions provided in the classification standards. Examples of in-classification progression: Administrative Support Assistant I to Administrative Support Assistant II Network Analyst, Career skill level to Network Analyst, Expert skill level Administrative Analyst/Specialist Non-Exempt to Administrative Analyst/Specialist Exempt I Reclassification or In-Classification Progression would ordinarily be appropriate when: substantial and permanent changes in the responsibilities and requirements of a position have occurred and warrant change to another classification and/or skill level consistent with the classification and qualification standards. Examples of reasons why this may occur include, but are not limited to, the following: Cal State Fullerton Staff Classification and Compensation Manual (August 2015) 8

10 1. Changes in the mission or services provided by the work unit impact the purpose and/or nature of the work of individual positions. 2. Changing expectations of a particular position or positions within the unit due to changes in leadership. 3. The introduction of a revised classification standard by the Office of the Chancellor. 4. The duties and responsibilities of a former position are absorbed into an existing position. 5. A reorganization has been approved and will necessitate the redistribution of work or change the nature of the work performed. 6. The position responsibilities broaden and/or expand in complexity due to the application of advanced knowledge, skills, and/or abilities gained and applied by the incumbent of the position. 7. Duties and/or responsibilities are gradually removed and/or are no longer performed due to changes in operational needs. Reclassification or In-Classification Progression would ordinarily not be appropriate when: 1. A reorganization is pending, but has not yet been approved, and/or the staffing needs of the new organization have not been determined. 2. The management position that the position reports to is vacant and it is likely that the future manager will want to redesign the position. 3. A staff member has yet to complete the probationary period. 4. The new duties are non-essential or temporary (refer to Temporary Reassignment). 5. A staff member has demonstrated exemplary performance, but the duties and responsibilities of the position have not changed. 6. A staff member has acquired additional education or training that is not applied in the position. 7. A staff member has spent several years in the position and has performed at an exemplary level, but the duties and responsibilities of the position have not changed. 8. A staff member routinely volunteers to perform duties that are well beyond the scope of the position, but these duties were never assigned. 9. The workload of the position has increased or decreased, but the duties and responsibilities have not changed. 10. Some of the duties of the position have changed, but these changes do not impact the classification of the position. 11. The work location or supervisor has changed, but the classification of the position remains the same. Position Consolidation If the duties and responsibilities of a vacant position are combined with those of an occupied position and the vacant position is eliminated from the organization permanently, then the positions have been consolidated. The resulting position should be reviewed to determine if the classification is appropriate. Temporary vs. Permanent Status Occasionally, a position is advertised and filled as a temporary position and management later determines that the need and funding for the position is ongoing. The status of an appointment cannot be changed from temporary to permanent through the reclassification process. This change in the conditions of employment warrants recruitment. Cal State Fullerton Staff Classification and Compensation Manual (August 2015) 9

11 Classification Review Process Classification reviews may be initiated by either a manager or a staff member occupying a position covered by the California State University Employees Union (CSUEU), APC, and SETC collective bargaining unit agreement, as described below. All requests must be routed through appropriate levels of management to Appropriate Administrator before being submitted to Human Resources for review. The following are guidelines for initiating classification reviews: Management Initiated Reviews Management Supervisors are responsible for consulting with Human Resources when responsibilities assigned to a staff member will be significantly different than those originally described in the position description. They are also responsible for working within their Appropriate Administrator to obtain approval of position changes prior to submitting formal documentation to Human Resources. This will facilitate a proactive approach to making an accurate and fair determination regarding classification and compensation. 1. Management initiated reviews are submitted by the MPP Supervisor to the Appropriate Administrator for review before routing to Human Resources. Managers may submit request for classification reviews at any time during the fiscal year; however, it is critical that the potential cost impact of the reclassification be evaluated before substantially different duties and responsibilities are assigned. It is not appropriate to make promises or commitments to staff members prior to the completion of the classification review process by Human Resources and final approval by the Appropriate Administrator. All documents submitted for a classification review, including the position description form, must contain the appropriate signatures. Human Resources will assess the new duties and responsibilities that have been assigned to the position in relation to the classification standards. This analysis may include an interview with the incumbent and his/her management supervisor and a comparison to positions that are similarly classified at CSUF and other CSU s. Each request should include the following documentation: Request for Classification Review Form. Available through eforms in the Portal. Current Position Description. This should be updated and reflect the duties and responsibilities that have been assigned to the position. It should include a brief explanation of what specific duties and responsibilities have been added to the position or how the position has otherwise changed. If it is not possible to describe these changes on the position description form itself, it will be necessary to attach a memorandum that briefly summarizes these changes. Copy of Current Organization Chart of the work unit. The organizational chart provides insight into the overall staffing of the work unit and an indication of what kind of support is provided to or by the position that is the topic of the classification review. If the staffing on the organizational chart has changed since the position was originally classified, both the prior and current organizational charts should be submitted. This will help to illustrate how changes within the organization have influenced the duties and responsibilities assigned to the position that is the subject of the classification review. Human Resources will notify Management of the initial decision related to the classification or skill level review. This notification will include the proposed classification and/or skill level, the minimum salary increase required by the applicable collective bargaining agreement, the proposed effective date, and the requirement to serve a new probationary period. Any concerns regarding the initial classification decision should be addressed with Human Resources at this point in the process. Cal State Fullerton Staff Classification and Compensation Manual (August 2015) 10

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